Driving Strategic Change Through Culture

September 7, 2023 | by Bob Morin

We have a saying around here: 

Culture eats strategy for breakfast.

In every industry, culture is a powerful force that can either propel or hinder strategic change initiatives, but nowhere is it more apparent than in manufacturing. And as the saying above suggests, a well-crafted strategy alone will not guarantee success unless it’s supported by a culture that embraces it. That’s why it’s so important for manufacturing CEOs to invest time and effort into developing a culture that aligns with the desired outcomes.

But cultural change doesn’t happen overnight. It takes time, effort, and a clear understanding of the existing landscape. That’s why it’s so important for CEOs to get everyone on board and moving in the same direction–both before and during the process of implementing strategic change.

Here are several keys to setting the stage for a successful strategic transformation:

Understand the cultural landscape. 

What’s the current state of your company culture? What are the levels of trust and collaboration? What are the existing beliefs and experiences that drive actions? By understanding the pulse of your culture, you can tailor your approach to align with the organization’s unique dynamics. There are many ways to accomplish this, but here are a few ideas to get you started: periodic surveys focused on employee experience, employee focus groups, cultural competency training for leaders, and employee engagement activities that foster deeper connections.

Build relationships and trust.

Trust between employees and leadership has always been a challenge, but the fact of the matter is that the pandemic has, in recent years, exacerbated the problem. Strong relationships foster trust, and trust is essential for effective collaboration and execution. Make a point of building relationships with employees at all levels and encourage a culture of openness and transparency. A few ways to begin building this into your organization’s culture include team events, online or in-person lunches, and scheduling set times for employees to offer open feedback and voice concerns, both as a group and in one-on-one meetings between employees and leadership. (You can find more ideas on building employee trust and deepening connections here.) 

Develop a sustainable plan. 

A well-designed plan is essential for any change initiative, but it’s not enough. You also need to create a plan that keeps the new processes alive and integrated within the existing resources. This means ensuring that everyone in the organization understands the changes and why they’re important, which in turn connects the employee with the mission and purpose of the company. When it becomes personal for them, their loyalty and personal investment increase substantially.

Align beliefs and actions. 

Culture drives action, so it’s important to align employees’ beliefs with the project’s goals. This means fostering a culture that supports and reinforces the desired behaviors. When employees believe in what they’re doing, they’re more likely to take the necessary actions to make it happen.

Work with the whole company’s health in mind. 

Strategic change shouldn’t be isolated to specific areas or departments. It’s important to focus on the holistic health of the entire company. This means valuing employees as the company’s biggest asset and creating a culture where individuals feel engaged, motivated, and connected to the overarching vision.

Change is hard. But when you ensure company cultural elements are built into the process of implementing new processes or deploying significant operational change, you can set the stage for a successful strategic change initiative. Remember, culture eats strategy for breakfast, so invest in your people as much as you invest in processes to achieve sustainable change and growth.